CHAPTER III, SECTION 4 Several of the individuals shown aheve as voluntary terminations left because of emergencies such as death and serious illnesses in their immediate familics, and returned to the Jobsite in approximately 30 days on an “Emergency Leave of Absence” basis. After thorough investigation as to the cause of voluntary terminations, it was determined that approximately 15% were due to environmental dissatisfaction, and the other 85 for personal reasons. Entorcement of camp rules and regulations for the conduct of employees after working hours rested with the Industrial Relations Supervisor and or Personnel Supervisor. Through the medium of official reports from the Guard Captain, the Personnel Supervisor was advised of infractions and, after consultation with the appropriate Division Head, determined anv necessary disciplinary action. Such disciplinary action normally was in the form of an official reprimand, restriciton of bar privileges, limitation of work week hours, or discharge for cause. WAGES AND SALARIES A Wage and Salary Section was formedin June 19453 to establish and maintain a stable and balanced wage pregram, and to hardle grievances and claims involving wages. Job descriptions were written, and the stateside and off-continent wage structures schedule wes re- vised after consultations were held with such organizations as the Associated General Contractors of America. The Merchants and Manufacturers Association, the Engineers and arehitects Association, and the Lc, Angeles County and Catifornia State Personnel Boards. There were 39 waze claims filed by over- seas emplovees; 13 claims were granted and 26 were denied. Determination as to wether or not a wage claim should be granted or denied was made On the!basis Oo JODY mivestiga lion of une claim. Home Office settled wage claims on Jobsite’s recommendations in each individual in- stance. The number of Jobsite changes of status processed due to reclassifications or merit increases averaged approximately 40 per week. The investigation and processing of these changes constituted a major portion of the routine duties of the Wage and Salary Section. A major revision of wage schedules became effective on 17 August 1953. The general effect of the revision was an approximate 5G increase for non-manual and supervisory-administrative classifications. and a more workable and ¢quitable classification system for all ficld persornet. Further amendments to the wage and salary schedules were made on 28 September 1953 and 1 February 1954, in accordance with A.G.C. revision of rates and Jobsite needs. The merit review procedure was revised to eliminate the 30 and 45-day adjustment periods which had been in effect under Wage Stahilization rules. Thelatest merit review svstem was based upon the concept that a meritorious wage increase could be granted after a four-months service period Processed changes of status, wage claim investigations and recommendations, and related wage and salary matters were forwarded to the Home Office Incustrial Department for consideration and action with due regard to the Companvy’'s contractual obligations, established Com- pany procedures, and sound b .iness practices. MEDICAL DENTAL Medical and dental care was predicated on two considerations: (1) adequate care for emergencies, including accidents and disaster; and (2) preventative measures through sanitation and medical treatment to keep personnel in good health and on a productive basis. The dental service accomplished these ends by handling dental emergencies and by providing care over and above emergencies compatible with maintaining the Jobsite employees in a working condition. The medical service accom- plished its mission through maintaining regularly scheduled sick calls, caring for immediate cmergencies, maintaining frequent sanitary in- spections of all cemp messing and housing faciiities, consulting with concerned Departments in disaster planning, and furnishing reports and advise as necessary on over-all problems. The medical service also handled reports to the insurance carrier, made disability evaluations, and determined when Zone of the Interior care Was necessary for individuals and whether they were physically qualified to carry cut Jobsite duties. Close haison was maintained with Army medical facilities, and a free exchange of services Was maintained at all times. All medica! servfoe wy mode available tn LG went SUPPGTica Broups well as to Holmes & Narver employees. During the Operation there were four deaths - three Holmes & Narver employees and one Task Group 7.1 employee. In October 1952, a death occurred from coronary heart failure. This contract employee had been treated disclosed a ruptured aortic ancurysn., abdomi- nal. In February 1954, an employee was admitted to the Army Hospital and died within a few hours from a massive coronary infarction confirmed by autopsy at St. Francis Hospital. In the same month, a Task Group 7.1 employee died from electrical shock when heishorted across a piece of electronic equipment at an off- shore site. The three Holmes & Narver deaths 1 ceo ke eae ME for congestive heart failure and was awaiting transportation home when he developed a coronary thrombosis and expired after 36 hours of intensive treatment. In November 1953, an emplovee was discovered deceased in his barracks; autopsy at St. Francis Hospital in Honolulu , ' | ‘ Page 3-16 as ‘| ‘‘ 1t 1: ' H